How Technology is Helping Companies Hire Better

Hiring and recruiting has come a long way over the last 15 years. It used to be that interested hires would come to you and drop off a resume, meaning that you had a chance to talk to them in person and get a feel for how they would fit in with your company. Nowadays, the number of potential hires is simply so large that it would be impossible to do that with every one of them.

Technology has helped companies in a lot of way on this front: now applicants can apply online and get automatically screened by software that matches keywords from their resumes and cover letters to pre-determined ones that a company has come up with. Companies can also add questionnaires to the application process that will determine whether or not the applicant is a right fit based on their answers.

Still Difficult in Certain Sectors

Despite new technology, employers are still finding it difficult to hire in places like sales. This is where you can utilize the benefits of hiring sales headhunters that can get out there and find candidates for you, leaving you to focus on running your business. Sales recruiters use a combination of technology, methodology, and experience, in order to weed through the masses and find the perfect salesperson for you.

Top sales recruiters have determined four major steps in the recruitment process:

1. Information Gathering

It’s essential for recruiters to come up with a recruitment strategy based on conversations with the employer looking for candidates. They will want to determine what your business goals are, what you are expecting from your recruiting team, and schedule review dates for feedback.

2. Candidate Acquisition

This is where technology comes into play, as your recruiter will use a variety of search tools on a single platform in order to create a hub that contains the most qualified potentials. They also utilize social media networks in order to find potential candidates.

3. Candidate Evaluation

Sales recruiters will use a number of techniques in order to determine the quality of the candidate. They’ll present candidates with scenarios to determine their ability, ask them to fill out assessments, be compared to a performance scorecard, and get background and reference checks.

4. Selection and Onboarding

Your recruiter will then provide you with all the information you need about the candidate, and if you choose to hire them, will even do a follow up performance evaluation. Many of them will also offer a guarantee on their candidates – meaning that they will find a suitable replacement if the one selected doesn’t work out.

As shown from the above steps, though technology is an essential part of the recruiting process, a number of sales recruiters know that you need to also have the face-to-face factor in order to determine whether or not a candidate is suitable for a role. This is mainly because potential hires are familiar with the way automatic screening works and will create resumes and cover letters that will be picked up for selection, regardless of whether or not the candidate actually has those skills.

Direct interaction like over the phone or in-person gives recruiters a chance to see if a candidate actually is everything that they say they are and more.

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